The prime objective of the proposed definitions is to move from the current individual task descriptions to one which defines an employee’s area and scope of work in terms of competently held skills.  In other words, at the end of the restructuring period the only restriction on any employee’s work is whether he or she is formally skilled to carry out a particular task.  This situation currently only exists with artisans who can be legally asked to carry out any task that lies within their discipline.

The position cannot be achieved overnight, for a number of reasons.  Firstly, it will take a few years to reorganise the training infrastructure to provide for standardised modular training at all levels of the new career structure.  Even if such modules were available it would not be economically feasible to bring all engineering employees up to the levels of formal skill required by the grade in which they have been placed by virtue of the current wage level.  Finally, it will take a considerable period of ‘cultural’ adjustment for the industry to understand the new system and take maximum productivity advantage of it.

For these reasons, it is essential that the parties see the foreseeable future (i. e. until the new industry training framework is in place) as a period of transition where it will be necessary, because of the diversity of the industry, to live in both the new and old worlds.  The definitions proposed below deal with this transition by providing some broad guidelines as to the work performed by employees at each level.  It is for this reason that both a skill definition and a general scope of work definition appear at each level.

Workers will not be expected to be able to perform all of the indicative tasks in a particular grade to qualify as workers in that grade.  Which particular tasks workers will be required to perform is a matter for discussion between management and workers and this will be one of the determining factors in deciding whether or not the establishment will adopt the new five-grade system.

In order to fully utilise manpower resources, all employees will perform work within their skills and capabilities.  To this end, employees will accept any necessary training and be prepared, after consultation, to perform tasks within their grade as the needs of the operation require.

The requirements specified under each grade in this document will be revised and amended in line with the requirements of the to-be-agreed national training framework on an ongoing basis.

Definition of terms used in these levels

Where the expression ‘formally competent in X modules’ appears, this shall mean the employee has completed training modules that are recognised by the Metal and Engineering Industry Education and Training Board and, where applicable, the Plastics Industry Training Board to the specified competency standard.

The indicative tasks associated with each of the five grades will be used by the parties and the Technical Work Group in restructuring the current Main Agreement technical operations into five grades.  However, specific operations that include these indicative tasks may, by agreement of the parties at central level, be graded into either a higher or lower grade, dependent upon particular circumstances. Where agreement cannot be reached by the parties on the grading of particular operations the matter will be referred to an agreed arbitrator who will decide the matter on the basis of the skill definitions and indicative tasks contained in this document, taking into account any particular circumstances that may apply.  The definitions will require examination to ensure that they conform with occupational health and safety legislation and relevant licensing arrangements.

The new skill definitions of the five-grade job structure are set out below.  During the period September 1996 to January 1997 all the current job descriptions of the Main Agreement will be reclassified into five grades for utilisation by those companies where the new five-grade structure is to be implemented.

GRADE 1

An employee at this level will undergo an induction training period, including occupational health and safety, and perform duties that are essentially of a manual and/or repetitive nature.  Minimal skill, discretion and judgement is required as set procedures generally apply and the employee works mainly under direct supervision.  He or she has no supervisory responsibility.

Employees will not be expected to undertake all of the following indicative tasks to qualify as a Grade 1 worker.  Which particular tasks employees will be required to perform at this level is a matter for discussion between management and the affected employee(s).  These tasks should, within reason and subject to current operational practices, not be in unrelated areas.

Indicative tasks

The following indicative tasks apply to this grade:

Operation of machines where such operation is limited to loading, setting the machine in motion, stopping and unloading the machine.

GRADE 2

An employee at this level is formally competent in ‘x’ modules and carries out work within the area and scope of this training; or is required to exercise a limited degree of discretion and judgement that may become virtually automatic with practical experience.  The employee—

Employees will not be expected to undertake all of the following indicative tasks to qualify as a Grade 2 worker.  Which particular tasks employees will be required to undertake at this level is a matter for discussion between management and the affected employee(s).  These tasks should, within reason and subject to current operational practices, not be in unrelated areas.

Indicative tasks

The following indicative tasks apply to this grade:

–        picking of stock;

–        checking and recording of stock;  and

–        operation of materials and handling equipment.

GRADE 3

An employee at this level is formally competent in ‘x’ modules and carries out work within the scope of this training;  or is required to exercise a considerable degree of discretion and judgement and demonstrate a basic analytical ability.  The employee—

Employees will not be expected to undertake all of the following indicative tasks to qualify as a Grade 3 worker.  Which particular tasks employees will be required to undertake at this level is a matter for discussion between management and the affected employee(s).  These tasks should, within reason and subject to current operational practices, not be in unrelated areas.

Indicative tasks

The following indicative tasks apply to this grade:

GRADE 4

An employee at this level is formally competent in ‘x’ modules and carries out work within the area and scope of this training; or has the knowledge and skill to perform autonomous, non-routine tasks of some complexity and is required to exercise analytical, problem-solving and decision-making skills and exercise judgment acquired after considerable practice and experience.

The employee—

Employees will not be expected to undertake all of the following indicative tasks to qualify as a Grade 4 worker.  Which particular tasks employees will be required to undertake at this level is a matter for discussion between management and the affected employee(s).  These tasks should, within reason and subject to current operational practices, not be in unrelated areas.

Indicative tasks

The following indicative tasks apply to this grade:

GRADE 5

An employee at this level is formally competent in ‘x’ modules and carries out work within the area and scope of this training; or is normally a qualified artisan (or the equivalent thereof) who is able to exercise the skills and knowledge of a trade.  He or she—

GRADING OF SUPERVISORS

Supervisors will be graded in the grade immediately above that of the employees whom they supervise.

Notes: